2015-04-04T16:32:29ZPush and pull: why allied health professionals stay in, leave or return to the NHS - views of professionals inside and outside the NHShttps://dspace.lboro.ac.uk/2134/2364
Title: Push and pull: why allied health professionals stay in, leave or return to the NHS - views of professionals inside and outside the NHS
Authors: Arnold, John; Loan-Clarke, John; Coombs, Crispin; Bosley, Sara; Martin, Caroline
Abstract: This research investigated perceptions of working for the NHS as an AHP. A total of 2051 qualified professionals from Occupational Therapy, Physiotherapy, Radiography, and Speech and Language Therapy provided data.
Participants were in one of three groups: Stayers have been employed by the NHS ever since qualifying; Leavers had been employed by the NHS at one time, but now were not; and Returners had left but had come back to the NHS.
Description: This record includes the executive summary and a copy of the final report.2006-01-01T00:00:00ZLooking good? The attractiveness of the NHS as an employer to potential nursing and allied health profession staffhttps://dspace.lboro.ac.uk/2134/2100
Title: Looking good? The attractiveness of the NHS as an employer to potential nursing and allied health profession staff
Authors: Arnold, John; Loan-Clarke, John; Coombs, Crispin; Park, Jennifer; Wilkinson, Adrian; Preston, Diane
Abstract: In the last 10 years, the number of people entering the National Health Service as healthcare professionals has fallen. This has coincided with high levels of attrition, and has meant that attracting NHS staff has become an increasingly important policy goal (Department of Health, 2001a). This concern has been reflected in the high level of attention given to these issues by the media and professional research. Much of this attention has concerned the nursing profession, an area that has been suffering from a shortage of qualified staff for some time (for example: Firby, 1990; Seccombe and Smith, 1996; Buchan, 1999). However, other areas such as the allied health professions (AHPs) have also been experiencing recruitment and retention problems (NHS Executive, 1998). Although recent figures suggest that the number of nurse recruits and returners to the NHS is improving (Department of Health, 2001d) it is acknowledged by academic experts and the Department of Health, that nurse recruitment will require continual attention (Gulland, 2001). Similarly, the Department of Health is now specifically targeting increased recruitment for the AHPs (Department of Health, 2000b) and work force planning is to become more high profile (Department of Health, 2000d). Therefore, the need to study and understand the key factors that encourage or dissuade people to work for the NHS remains a major research and policy issue.
Description: This is a Report Prepared for the Department of Health based on research conducted as part of the Human Resources Research Initiative. Also attached is the Executive Summary.2003-01-01T00:00:00Z